The document discusses addressing skills shortages and establishing a career path in project controls. It describes the formation of committees to address recruitment and training challenges. It outlines the development of Project Control NVQ qualifications at levels 2, 3, and 4 to define competencies and provide certification, as well as an apprenticeship program. Candidates report that the qualifications improved their skills and confidence while providing a defined career progression.
Potential career path between profilesLászló Árvai
Architects
Business
Development
Governance
Group IT - job profiles
Infrastructure
IT Development
IT Operations (development)
IT Service
Management
Management
Project Management
Security
Staff
Test Management
This is a Competency Model on Project Management. It was developed as part of the Management of Strategic Communications capstone course at Ithaca College.
This course is designed to help companies better identify, select, train and support both program and project managers as a core competency within the organisation. Building around proven academic research, we will explore the various competency models, including those of PMI, AIPM, IPMA and GAPPS, and using those as the basis; actually conduct competency assessments in the classes.
We will also explore how to modify competencies to fit your specific organisation or application. Lastly, this course will also demonstrate how to use the Kirkpatrick 4 Step Model to evaluate and measure the effectiveness of project and program management training programs.
www.trueventusnews.com
Project Management Competence: A Pragmatic Guide to Assessment for Project Ma...mjont
A guide to assessing the competence of project managers, based on a lengthy LinkedIn group discussion. It covers definitions, types of competence and assessment techniques, including resumes, interviews and testing.
Note the internal hyperlinks were not enabled by the conversion from an epub format, but the external links are enabled.
Potential career path between profilesLászló Árvai
Architects
Business
Development
Governance
Group IT - job profiles
Infrastructure
IT Development
IT Operations (development)
IT Service
Management
Management
Project Management
Security
Staff
Test Management
This is a Competency Model on Project Management. It was developed as part of the Management of Strategic Communications capstone course at Ithaca College.
This course is designed to help companies better identify, select, train and support both program and project managers as a core competency within the organisation. Building around proven academic research, we will explore the various competency models, including those of PMI, AIPM, IPMA and GAPPS, and using those as the basis; actually conduct competency assessments in the classes.
We will also explore how to modify competencies to fit your specific organisation or application. Lastly, this course will also demonstrate how to use the Kirkpatrick 4 Step Model to evaluate and measure the effectiveness of project and program management training programs.
www.trueventusnews.com
Project Management Competence: A Pragmatic Guide to Assessment for Project Ma...mjont
A guide to assessing the competence of project managers, based on a lengthy LinkedIn group discussion. It covers definitions, types of competence and assessment techniques, including resumes, interviews and testing.
Note the internal hyperlinks were not enabled by the conversion from an epub format, but the external links are enabled.
Data driven Strategic Workforce Planning and Organization Design_Best practic...Charles Cotter, PhD
Data driven and Evidence-based Strategic Workforce Planning and Organization Design: Best practice principles, strategies and processes_Online Learning Programme presented by Dr Charles Cotter
Leading workforce development and planning solutions v0.2 wp 20.8.12Workforce BluePrint
Move from VET to Workforce Development, Workforce Productivity theory, business case, definitions, 5 step model, case studies and examples, RTOs leading, common workforce development gaps and strategies, skills and competencies vs. capabilities, links and info.
Business Succession Planning PowerPoint Presentation Slides SlideTeam
Presenting this set of slides with name - Business Succession Planning Powerpoint Presentation Slides. This complete deck is oriented to make sure you do not lag in your presentations. Our creatively crafted slides come with apt research and planning. This exclusive deck with thirty slides is here to help you to strategize, plan, analyse, or segment the topic with clear understanding and apprehension. Utilize ready to use presentation slides on Business Succession Planning Powerpoint Presentation Slides with all sorts of editable templates, charts and graphs, overviews, analysis templates. It is usable for marking important decisions and covering critical issues. Display and present all possible kinds of underlying nuances, progress factors for an all inclusive presentation for the teams. This presentation deck can be used by all professionals, managers, individuals, internal external teams involved in any company organization.
Skills Development Best Practices for Training Committees Charles Cotter, PhD
Skills development legislation, strategies, best practice principles, training administration, the roles, responsibilities and function of a Training Committee and core training processes
Strategic human resource management technology effect and implication for dis...IJECEIAES
Strategic human resource management involves a future-oriented process of developing and implementing HR programs that address and solve business problems and directly contribute to major long-term business objectives. HR management has changed dramatically in recent decades. It was once largely an administrative function focused on day-to-day responsibilities such as employee recruiting and selection and managing employee benefits. Changing labor market conditions and new business thinking call for HR business strategies that include recruiting and retaining the right people, as well as providing ethical and cultural leadership[1].This paper discusses the following issues : The importance of human resource activity , The importance of strategic human resource planning, The changing role of human resource management and nature of work and non government organizations , Technology effect on human resource management and implications for distance training and learning .A field study was conducted to know the attitude of one hundred and five Saudi employees towards the effect of distance learning and training on human resource management and development
Competency Management involves identification, extraction of the knowledge, skills, attitudes and behaviours of top performers and replicating them in others through suitable Learning & Development. Competencies can be defined as knowledge, skills, mind-sets and, thought patterns resulting in successful performance.
A PowerPoint presentation detailing Tricordant's views on workforce planning. Planning the workforce requires alignment across organisational identity, strategy, systems and culture.
AIESEC Malaysia 1415
WHY Talent Capacity
- Background Stories
- Challenges of Past Term
- Potentials of Standardised Talent Capacity
Proposed Departmental Structure and Job Description
What’s Next
Succession Planning for Sustainable Organizational DevelopmentCharles Cotter, PhD
The strategic imperative, value and relevance of Succession Planning as a driver of sustainable organizational development. Applying the Succession Planning process.
Agenda
Danske Bank IT – A Global Workforce
Career Path project vision and overview
Job profile example
Presentation of speaker
Paradigm shifts of IT Competencies
White Paper: Addressing Worker Shortages in the Skilled TradesTulsa Welding School
The popularity of America’s skilled trade careers has been in steady decline for the past few generations, and industries that have relied on American workers across the country are now feeling the effects of that. While the shortage puts employers at a disadvantage, it also creates huge opportunities for newcomers to the industry. - See more at: http://www.weldingschool.com/blog/how-to/white-paper-addressing-worker-shortages-in-the-skilled-trades/
Data driven Strategic Workforce Planning and Organization Design_Best practic...Charles Cotter, PhD
Data driven and Evidence-based Strategic Workforce Planning and Organization Design: Best practice principles, strategies and processes_Online Learning Programme presented by Dr Charles Cotter
Leading workforce development and planning solutions v0.2 wp 20.8.12Workforce BluePrint
Move from VET to Workforce Development, Workforce Productivity theory, business case, definitions, 5 step model, case studies and examples, RTOs leading, common workforce development gaps and strategies, skills and competencies vs. capabilities, links and info.
Business Succession Planning PowerPoint Presentation Slides SlideTeam
Presenting this set of slides with name - Business Succession Planning Powerpoint Presentation Slides. This complete deck is oriented to make sure you do not lag in your presentations. Our creatively crafted slides come with apt research and planning. This exclusive deck with thirty slides is here to help you to strategize, plan, analyse, or segment the topic with clear understanding and apprehension. Utilize ready to use presentation slides on Business Succession Planning Powerpoint Presentation Slides with all sorts of editable templates, charts and graphs, overviews, analysis templates. It is usable for marking important decisions and covering critical issues. Display and present all possible kinds of underlying nuances, progress factors for an all inclusive presentation for the teams. This presentation deck can be used by all professionals, managers, individuals, internal external teams involved in any company organization.
Skills Development Best Practices for Training Committees Charles Cotter, PhD
Skills development legislation, strategies, best practice principles, training administration, the roles, responsibilities and function of a Training Committee and core training processes
Strategic human resource management technology effect and implication for dis...IJECEIAES
Strategic human resource management involves a future-oriented process of developing and implementing HR programs that address and solve business problems and directly contribute to major long-term business objectives. HR management has changed dramatically in recent decades. It was once largely an administrative function focused on day-to-day responsibilities such as employee recruiting and selection and managing employee benefits. Changing labor market conditions and new business thinking call for HR business strategies that include recruiting and retaining the right people, as well as providing ethical and cultural leadership[1].This paper discusses the following issues : The importance of human resource activity , The importance of strategic human resource planning, The changing role of human resource management and nature of work and non government organizations , Technology effect on human resource management and implications for distance training and learning .A field study was conducted to know the attitude of one hundred and five Saudi employees towards the effect of distance learning and training on human resource management and development
Competency Management involves identification, extraction of the knowledge, skills, attitudes and behaviours of top performers and replicating them in others through suitable Learning & Development. Competencies can be defined as knowledge, skills, mind-sets and, thought patterns resulting in successful performance.
A PowerPoint presentation detailing Tricordant's views on workforce planning. Planning the workforce requires alignment across organisational identity, strategy, systems and culture.
AIESEC Malaysia 1415
WHY Talent Capacity
- Background Stories
- Challenges of Past Term
- Potentials of Standardised Talent Capacity
Proposed Departmental Structure and Job Description
What’s Next
Succession Planning for Sustainable Organizational DevelopmentCharles Cotter, PhD
The strategic imperative, value and relevance of Succession Planning as a driver of sustainable organizational development. Applying the Succession Planning process.
Agenda
Danske Bank IT – A Global Workforce
Career Path project vision and overview
Job profile example
Presentation of speaker
Paradigm shifts of IT Competencies
White Paper: Addressing Worker Shortages in the Skilled TradesTulsa Welding School
The popularity of America’s skilled trade careers has been in steady decline for the past few generations, and industries that have relied on American workers across the country are now feeling the effects of that. While the shortage puts employers at a disadvantage, it also creates huge opportunities for newcomers to the industry. - See more at: http://www.weldingschool.com/blog/how-to/white-paper-addressing-worker-shortages-in-the-skilled-trades/
In the Greatest skill shortages in the World countries, Japan has the highest position with 81%. Their factories were destroyed and the cities where the industries had been ruined, but there have been many productive manufacturers in Japan since the Industrial Revolution.
Product Manager to General Manager - Building a Career path TrajectoryPinkesh Shah
Adaptive Marketing hosted Dr. Parveen Jain for a networking session in Bangalore with the theme being Product Management and Product Marketing Career path. How can
Presentation on ToT by Mr. Jonathan Geale, Yorkshire and Humber TVET consortium in the Special Workshop on
‘Training of Trainers: Models & Case Studies from UK’
On the occasion of the
4th FICCI Global Skills Summit 2011
CCP Certification training Course helps you clear CCP Certification Exam. CCP Certification is an experienced practitioner with advanced knowledge and technical expertise to apply the broad principles and best practices of Total Cost Management (TCM) in the planning, execution and management of any organizational project or program. CCPs also demonstrate the ability to research and communicate aspects of TCM principles and practices to all levels of project or program stakeholders, both internally and externally. Our CCP certification Exam preparation course lets you clear your CCP Certification Exam in first attempt!
Effective measures for auditing project performance and controlling projects is the key to any project’s success. In this course, you will discover proven ways to work within your identified constraints, without letting predefined limits curtail creativity and innovation.
Our Auditing Project Performance & Project Control course is developed to help you learn the required skillsets to validate your project through auditing the limits of time, human resources, materials, budget, and specifications to ensure project success.
This course focuses on the hands-on training and experience, practicing art of auditing your project against the project requirements documents, risk management plans, and budget estimates.
You will also learn the best industry practices used to measure the triple constraints of project management and risk that ensure project success and techniques for estimating and forecasting future performance of your project.
Addressing the Skills Shortage and Establishing a Career Path
1. Project Controls Addressing the Skills Shortage and Establishing a Career Path Shane Forth Manager of Project Controls Power & Process Europe
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10. Project Controls Apprenticeship On the Job coached training Complete BTEC NC (day Release) Induct Off the Job Modules(4 days/week) BTEC NC in Construction(day release) Introduction to Work Key Skills 10 Months Student Membership of APM or ACostE 14 Months BTEC Project Control NVQ Level 2 Employers Requirements Met On the Job coached training towards level 3 ECITB Project Control Course 24 months Grad ACostE Project Control NVQ Level 3 4 Years FLEXIBLE
11. The Project Controls Career Path Level 2 NVQ Level 3 NVQ Level 4 NVQ Further Education Initial Training & Development Project Support 1 Year Major Projects Project Control Engineer Planning Engineer or Cost Engineer 3 Years Senior Project Control Engineer Senior Planning Engineer or Senior Cost Engineer 3 Years Project Controls Manager 5 Years Major Projects Asst. Project Control Engineer Asst. Planning Engineer or Asst. Cost Engineer Minor Projects Project Control Engineer Planning Engineer or Cost Engineer 5 Years 4 Years - (A Level Entrant) ) 3 Years ( Graduate Entrant 3 - 4 Years (Craft Skill Transfer Entrant) Project Manager/ / Project Director Student Member APM or ACostE FAPM or FACostE Grad ACostE or Associate Member APM MAPM or MACostE (GCSE Entrant) Major Projects Major Projects
12. Project Control NVQ Project Control Body Of Competence 64 National Occupational Standards 408 specifications of what you must be able to do 469 specifications of what you must know National Vocational Qualifications Level 2 – 14 Units (8 Mandatory, 3 from 6 Optional = 11 for NVQ Cert Level 3 – 17 Units (7 Mandatory, 5 from 10 Optional) = 12 for NVQ Cert Level 4 – 35 Units (10 Mandatory, 10 from 25 Optional) = 20 for NVQ Cert
17. Project Control NVQ – Example Unit Unit: PC 60 – Support the preparation of budgets for the control of the project Unit Commentary This unit is concerned with the competence re quired to support and assist with the preparation of the budgets for resources required to meet the defined project objectives. You must be able to: a) Check that the estimated resources are able to meet the needs of specified aspects of the project. b) Ad vise those with the authority to initiate corrective actions where inadequacies in the estimated resources become apparent c) Use resource estimates, project programmes and work breakdown structures to support the development of budgets. d) Provide budget info rmation for project cash flow development. Scope: People Materials and equipment Facilities Finance and cash Data and data handling systems Services drawn from within the organisation and from outside the organisation Specific knowledge required for this Unit: 1. An appreciation of time/cost/quality relationships and their influence on the accuracy of project budgets. 2. An appreciation of the meaning of the terms direct costs, indirect costs, contingencies and allowances as applied in the organisation. 3. An appreciation of the relationships between scope definition, achieved through project progress, and the accuracy of the budgets. 4. What budgets need to contain for them to be used effectively for project control and reporting. 5. The imp ortance of budget version control and means of achieving it.
18. Project Control NVQ Assessment Structure QCA ECITB Assessment Centres Assessment Centres Assessment Centres Candidate Candidate Candidate Assessor Internal Verifier Approved Delivery Centre Awarding Body Government Agency
Juts to run you through the why and how we develop training for the Industry Industry forum identify a need ECITB convene a forum and take actions to research and develop these training needs ECITB research training needs and report back to Industry forum ECITB research training solutions if required and report back to IF ECITB contract for desired solution Contractor design product Training Provider pilots delivery of Product, in this case EC Harris design and deliver as specialists You tell us how relevant the Product is to your needs from a user perspective Will be a feedback form at the end of the day. The feedback is designed to capture your reaction to the course. This course is unique as we are giving you the opportunity to take an action plan away with you. This action plan has a primary objective of helping us evaluate the course. If you use the action plan and the course helps you achieve identified actions then we can justifiably say this course adds value. If however you don’t use the action plan then we can question the benefits of the course and not waste industry money. To enable me to do a follow up I’ve asked for your contact details on the validation form which you will be given at the end of the day.
Juts to run you through the why and how we develop training for the Industry Industry forum identify a need ECITB convene a forum and take actions to research and develop these training needs ECITB research training needs and report back to Industry forum ECITB research training solutions if required and report back to IF ECITB contract for desired solution Contractor design product Training Provider pilots delivery of Product, in this case EC Harris design and deliver as specialists You tell us how relevant the Product is to your needs from a user perspective Will be a feedback form at the end of the day. The feedback is designed to capture your reaction to the course. This course is unique as we are giving you the opportunity to take an action plan away with you. This action plan has a primary objective of helping us evaluate the course. If you use the action plan and the course helps you achieve identified actions then we can justifiably say this course adds value. If however you don’t use the action plan then we can question the benefits of the course and not waste industry money. To enable me to do a follow up I’ve asked for your contact details on the validation form which you will be given at the end of the day.
Juts to run you through the why and how we develop training for the Industry Industry forum identify a need ECITB convene a forum and take actions to research and develop these training needs ECITB research training needs and report back to Industry forum ECITB research training solutions if required and report back to IF ECITB contract for desired solution Contractor design product Training Provider pilots delivery of Product, in this case EC Harris design and deliver as specialists You tell us how relevant the Product is to your needs from a user perspective Will be a feedback form at the end of the day. The feedback is designed to capture your reaction to the course. This course is unique as we are giving you the opportunity to take an action plan away with you. This action plan has a primary objective of helping us evaluate the course. If you use the action plan and the course helps you achieve identified actions then we can justifiably say this course adds value. If however you don’t use the action plan then we can question the benefits of the course and not waste industry money. To enable me to do a follow up I’ve asked for your contact details on the validation form which you will be given at the end of the day.
Juts to run you through the why and how we develop training for the Industry Industry forum identify a need ECITB convene a forum and take actions to research and develop these training needs ECITB research training needs and report back to Industry forum ECITB research training solutions if required and report back to IF ECITB contract for desired solution Contractor design product Training Provider pilots delivery of Product, in this case EC Harris design and deliver as specialists You tell us how relevant the Product is to your needs from a user perspective Will be a feedback form at the end of the day. The feedback is designed to capture your reaction to the course. This course is unique as we are giving you the opportunity to take an action plan away with you. This action plan has a primary objective of helping us evaluate the course. If you use the action plan and the course helps you achieve identified actions then we can justifiably say this course adds value. If however you don’t use the action plan then we can question the benefits of the course and not waste industry money. To enable me to do a follow up I’ve asked for your contact details on the validation form which you will be given at the end of the day.
Juts to run you through the why and how we develop training for the Industry Industry forum identify a need ECITB convene a forum and take actions to research and develop these training needs ECITB research training needs and report back to Industry forum ECITB research training solutions if required and report back to IF ECITB contract for desired solution Contractor design product Training Provider pilots delivery of Product, in this case EC Harris design and deliver as specialists You tell us how relevant the Product is to your needs from a user perspective Will be a feedback form at the end of the day. The feedback is designed to capture your reaction to the course. This course is unique as we are giving you the opportunity to take an action plan away with you. This action plan has a primary objective of helping us evaluate the course. If you use the action plan and the course helps you achieve identified actions then we can justifiably say this course adds value. If however you don’t use the action plan then we can question the benefits of the course and not waste industry money. To enable me to do a follow up I’ve asked for your contact details on the validation form which you will be given at the end of the day.
Juts to run you through the why and how we develop training for the Industry Industry forum identify a need ECITB convene a forum and take actions to research and develop these training needs ECITB research training needs and report back to Industry forum ECITB research training solutions if required and report back to IF ECITB contract for desired solution Contractor design product Training Provider pilots delivery of Product, in this case EC Harris design and deliver as specialists You tell us how relevant the Product is to your needs from a user perspective Will be a feedback form at the end of the day. The feedback is designed to capture your reaction to the course. This course is unique as we are giving you the opportunity to take an action plan away with you. This action plan has a primary objective of helping us evaluate the course. If you use the action plan and the course helps you achieve identified actions then we can justifiably say this course adds value. If however you don’t use the action plan then we can question the benefits of the course and not waste industry money. To enable me to do a follow up I’ve asked for your contact details on the validation form which you will be given at the end of the day.
Juts to run you through the why and how we develop training for the Industry Industry forum identify a need ECITB convene a forum and take actions to research and develop these training needs ECITB research training needs and report back to Industry forum ECITB research training solutions if required and report back to IF ECITB contract for desired solution Contractor design product Training Provider pilots delivery of Product, in this case EC Harris design and deliver as specialists You tell us how relevant the Product is to your needs from a user perspective Will be a feedback form at the end of the day. The feedback is designed to capture your reaction to the course. This course is unique as we are giving you the opportunity to take an action plan away with you. This action plan has a primary objective of helping us evaluate the course. If you use the action plan and the course helps you achieve identified actions then we can justifiably say this course adds value. If however you don’t use the action plan then we can question the benefits of the course and not waste industry money. To enable me to do a follow up I’ve asked for your contact details on the validation form which you will be given at the end of the day.
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